iNM Volume 9 | Page 23

Twitter , and Google + company profiles , HRs can open the door to new potential employees by giving them an opportunity to easily get to know the company , its products , and services . Also , it provides them a way to interact and network with your company ’ s employees .

, Twitter , and Google + company profiles , HRs can open the door to new potential employees by giving them an opportunity to easily get to know the company , its products , and services . Also , it provides them a way to interact and network with your company ’ s employees .

• Engaging and Retaining millennials : 2016 Deloitte millennial survey reveals that approximately 76 % of Indian millennial workforce has one foot out of the company door and the situation is more or less same in other emerging and developed markets around the world . The loyalty quotient is all time low in this generation and thus they need to be retained and engaged through a bouquet of agile HR Practices .

- Motivate your employees with incentives that matter to them- Vox Mobile , the mobile technology management company based in Cleveland , Ohio — offers his 130 employees a veritable cafeteria of benefits , compensation , and work assignments . Their HR recognizes that they have majorly two generations in their workforce- millennials and people in their 30 ’ s-40 ’ sand they have developed different sets of employee perks based mainly on where these two age groups are in their personal and professional lives . Gen Y is offered company sponsored LinkedIn accounts , happy hours and branded gears while Gen X wants better health care provisions , insurances . Such practices help employees connect better .

Creating Cross generational mentorship opportunities Millennials do not want bosses but people who can mentor them and offer them valuable career advice . In a recent LinkedIn article , Deloitte Global CEO , Punit Renjen , said : “ There is really no secret ( to success ) and there surely are no shortcuts . In my case , it was a pretty simple equation : hard work + some lucky breaks + great mentors .” The last of these , the positive impact of the mentor , is clearly highlighted by Deloitte 2016 millennial research . Among those who have somebody acting as their mentor , more than nine in ten describe the quality of advice ( 94 percent ) and the level of interest shown in their development ( 91 percent ) as “ good .” Another way of mentoring is reverse mentoring which involves millennials mostly imparting their tech-savvy knowledge to seniors and it helps them feel as contributors towards leadership . While the former is practiced commonly , the latter is gaining popularity with organizations like Ogilvy , Hartford Insurance using them . Connect with them Regularly Already many Indian IT giants are doing away with annual performance assessment to implement a regular feedback based mechanism . HRs across industry are replacing employee engagement surveys with app based / social media based real time feedbacks . So it can be easily concluded that millennials are not the high-maintenance enigmas some pockets of society have deemed them . What they ' re looking for is actually pretty basic and straight-forward . And HRs today are not just managing them , but also winning them to enable tomorrow ’ s leaders .